Skip to content
Annlidya Nyaboke

Category 15

Talent Acquisition Operations

Running the sourcing engine for a US executive assistant agency: prioritising open roles, screening against a clear bar and moving the right people forward.

Representative samples rebuilt from my live work. Names, roles and figures are anonymised.

Talent

  • Sourcing Priority Board

    Daily view shared with the sourcing team at shift start

    RoleTypeOpenPipelineStatus
    Admin & HR SupportReplacement9d2 in Match QAPriority
    Real Estate Ops ManagerNew14dNeeds candidatesPriority
    Performance MarketerNew18dLow applicant volumeOutreach
    Marketing ManagerExpansion6d1 endorsed, no backupKeep sourcing
    Transaction CoordinatorNew3d12 appliedOn track
    EA, Founder SupportEvergreenOpenBench buildingOngoing

    Prioritisation Rules

    1. 1. Replacements first
    2. 2. Longest-open roles
    3. 3. Expansions

    Every open role is worked in parallel. Target: two strong candidates per role within 3 to 5 days.

    Sourcing priority board: daily view

  • EA Candidate Screening Rubric

    Every applicant reviewed against the same quality bar

    • Relevant experience depth

      Same type of work, recent and sustained

    • Intro video

      Landscape, on camera, relaxed and clear

    • Portfolio & work samples

      Real deliverables, links working

    • Work-sample assessment

      Judgement, precision and delivery

    • Profile & CV quality

      Chronological, specific, optimised

    Decision Buckets

    • Match QA

      Great fit, ready to put forward

    • Talent Pool

      Strong talent, not yet role-ready

    • Not Moving Forward

      Depth or fit gap, kind close-out

    Screening rubric & decision buckets

  • Candidate Conversion Series

    Moving recommended talent from applied to submitted

    1. 1

      Fast-Track InviteDay 0

      Personal note naming why they stand out. The work-sample assessment is the only step left.

    2. 2

      Caretaker Check-InDay 3

      Warm nudge, offer help with the assessment or profile, remove blockers.

    3. 3

      Last CallDay 7

      Final invitation with a clear deadline and an easy, no-pressure way out.

    One tailored personal line added for every candidate.

    Bottom-of-funnel outreach sequence

  • Talent Database Audit

    One-by-one profile review to build a ready bench

    • Stage & status corrected100%

    • Active talent flagged100%

    • Standout talent starred85%

    • Profile fixes requested70%

    • Profiles optimised45%

    Talent database cleanup tracker

  • Weekly Talent Acquisition Report

    Week 34 · sent to leadership every Friday

    New applicants
    184
    Screened
    61
    To Match QA
    9
    Interviews prepped
    4

    Read of the Week

    Bottleneck: bottom of funnel, not applicant volume.

    Next week: personal outreach to recommended talent on the three oldest roles.

    Weekly TA report: leadership

  • Sourcing Team Daily Cadence

    How I lead a remote, Philippines-based sourcing team

    Shift start
    Every open role and its priority shared with the sourcing team
    Midday
    Progress updates, blockers raised early
    End of day
    Qualitative check-in: where strong talent came from and why

    Coaching focus: creative channels over volume, and encouragement over pressure.

    Team cadence & coaching

  • Sourcing Channel Mix

    Share of strong candidates by source, one quarter

    • Niche job boards34%
    • Talent databases26%
    • Professional communities18%
    • LinkedIn outreach14%
    • Creator partnership8%

    Used to decide where the team spends its sourcing hours.

    Channel performance